NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT WU
Sample Answer for NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT WU Included After Question
How healthy is your workplace?
You may think your current organization operates seamlessly, or you may feel it has many issues. You may experience or even observe things that give you pause. Yet, much as you wouldn’t try to determine the health of a patient through mere observation, you should not attempt to gauge the health of your work environment based on observation and opinion. Often, there are issues you perceive as problems that others do not; similarly, issues may run much deeper than leadership recognizes.
There are many factors and measures that may impact organizational health. Among these is civility. While an organization can institute policies designed to promote such things as civility, how can it be sure these are managed effectively? In this Discussion, you will examine the use of tools in measuring workplace civility.
RESOURCES
Be sure to review the Learning Resources before completing this activity.
Click the weekly resources link to access the resources.
WEEKLY RESOURCES
To Prepare:
- Review the Resources and examine the Clark Healthy Workplace Inventory, found on page 20 of Clark (2015).
- Review and complete the Work Environment Assessment Template in the Resources.
BY DAY 3 OF WEEK 7
Post a brief description of the results of your Work Environment Assessment. Based on the results, how civil is your workplace? Explain why your workplace is or is not civil. Then, describe a situation where you have experienced incivility in the workplace. How was this addressed? Be specific and provide examples.
BY DAY 6 OF WEEK 7
Respond to at least two of your colleagues on two different days by sharing ideas for how shortcomings discovered in their evaluations and/or their examples of incivility could have been managed more effectively.
A Sample Answer For the Assignment: NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT WU
Title: NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT WU
I’m glad that you work in a civil environment. Transparency in the healthcare environment increases patient satisfaction as well as employee engagement. When there is transparency between management, employees, and patients, it helps to build trust. Patients are more likely to trust their healthcare providers when they are open and honest about their procedures, treatments, and outcomes. Also, employees are more likely to trust their management when they are transparent about their decisions, goals, and expectations. According to Zanaboni et al. (2022), patients are more likely to follow through with their treatments and achieve better health outcomes when they know their treatment plans.
Based on your example, your coworkers needed to be made aware of other cultures and backgrounds. Cultural competence promotes respect for patients’ cultural beliefs, values, and practices. It helps healthcare providers avoid making assumptions about patients based on their cultural background and provide care sensitive to their unique needs and preferences. By 2050, 50% of the US population is expected to consist of minorities, making it even more critical for healthcare settings to incorporate cultural competency in healthcare. (Nair et al., 2019)
Nair, L., & Adetayo, O. A. (2019). Cultural Competence and Ethnic Diversity in Healthcare. Plastic and reconstructive surgery. Global open, 7(5), e2219. https://doi.org/10.1097/GOX.0000000000002219
Zanaboni, P., Kristiansen, E., Lintvedt, O., Wynn, R., Johansen, M. A., Sørensen, T., & Fagerlund, A. J. (2022). Impact on patient-provider relationship and documentation practices when mental health patients access electronic health records online: a qualitative study among health professionals in an outpatient setting. BMC psychiatry, 22(1), 508. https://doi.org/10.1186/s12888-022-04123-7
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A Sample Answer 2 For the Assignment: NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT WU
Title: NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT WU
All healthcare professionals should continually assess the treatment we deliver and the working atmosphere we create to ensure patients receive effective medical interventions. Clark (2015) shared six criteria established for establishing and supporting safe working environments by the American Association of Critical Care Nurses — professional communication, practical cooperation, efficient decision, adequate staffing, positive recognition, and genuine leadership. We must aim to follow these expectations to ensure that our patients are well-looking after in safe workplaces. It examines the findings of a work-related inventory evaluation that I have completed personally, discusses the literature on the elements that can influence my organizational environment, and provides evidence-driven solutions. That can help build inter-professional, more excellent teams in the place of work.
It will be necessary to integrate evidence-based methods to increase civility and coordination in our curriculum. Our program policies will be focused on evidence-based standards, which will provide a solid framework for all team members to adopt. It would be beneficial to implement techniques that have been proven successful in other environments to develop better the areas where our program is falling short. New tactics will help us strengthen our program’s civility and collaboration if we keep reviewing and analyzing it.
Summary of Results – Clark Healthy Workplace Inventory
I have conducted an inventory of work atmosphere assessments to ascertain the present health and civility level in my workplace. According to the Clark safe workplace inventory, my workplace climate civility score was 62 percent, a barely healthy environment (Clark, 2015). Clark (2015) said that people and families within companies could use this inventory of the workplace as an evidentiary tool to raise awareness, evaluate an institution’s perceived health, identify opportunities for improvement, and celebrate and strengthen areas of power. While my understanding of the existing degree of organizational civility may only be considering in this inventory, this method offered helpful insight into the places where our initiative is likely to be short and the areas where improvements could be introduced.
Identify Two Things That Surprised You About the Results. Also Identify One Idea That You Believed Prior To Conducting the Assessment That Was Confirmed.
The level of interpersonal conflict in my curriculum and the lack of skills I had to contribute to safe workplace statements were two items that shocked me with my inventory and evaluative performance. The detrimental effect of colleague experiences on our working atmosphere and our patients was one belief reinforced by this assessment. Before this job evaluation was completed, I thought the morale of our company became weaker. I observed a significant downturn in my co-workers’ positivity and optimism after two years of jobs. I also thought this negative was the result of the experiences we had as a team. We all knew how challenging our environment could often be because of our mental health program’s complexities. I assumed that the most unpleasant circumstances between the members of our team took place. But I could see from the inventory evaluation how a stressful working environment would affect our staff and our patients. I was not confident that it was my understanding of the situation. Clark (2015) shared that interactions between employees can impact employee capacity, the organization’s loyalty, and, above all, healthy and high-quality patient care.
What Do the Results of The Assessment Suggest About the Health and Civility of Your Workplace?
Hostility is a low-intensity activity that may involve actions, such as disrespect, disguised, impolite, and degrading, or a violation of workplace standards, Marshall and Broome (2017). They also expressed that gossip or even a failure to recognize that a co-worker needs help at work can be part of their incivility. These circumstances can happen at any level amongst team members, and they can quickly go overlooked and unsolved. To react to any uncertainty in the workplace, nurses must learn practical strategies to cooperate. Critical discussions are also difficult to conduct, so that team members are giving specific guidance on effective results using a particular theory or technology. We first need to build and maintain a safe work atmosphere to provide patients with effective patient care. The reference to published literary material will provide insight into strategies that have shown their effectiveness and effectiveness in uncivil circumstances (Makic, M. B. F., 2018).
Describe the Theory or Concept Presented in The Article You Selected.
Explain How the Theory or Concept Presented in The Article Relates to The Results of Your Work Environment Assessment.
By reading the article presented in this module, I learned about strategies to reduce occupational uncertainty and increase organizational health. The use of (CR) cognitive rehearsal among teammates was one theory or idea that I found fascinating. Clark (2018) shared that cognitive research (CR) is an evidence-based approach whereby people operate in a non-threatening setting with a mentor or facilitator to deal with stressful circumstances. It is hard to know how we are going to react to challenging workplace circumstances. The implementation of mock scenarios enables feedback and coordination between our team and a safe place, which does not reach the patient. Often when events occur, we cannot leave our field of work and thus must respond adequately and regularly to these situations with a patient or patient present.
At our monthly professional conferences about six months ago, our organization started working on various patient situations. We rehearsed our responses to patient care’s adverse conditions that may occur to assist each other in these difficult times. I think these situations in practice helped us to develop our reactions slowly. I believe that they take away some of the lesser dissatisfaction that once prevailed among our workers and that we learn from each other.
When I passed via my workplace evaluation prototype, I found the main emphasis of my negatively chosen statement responses was always our program coordination and teamwork. Although we have started to practice our responses to possible patient scenarios, we have not directly discussed how we respond to one another if a situation happens. Sometimes, co-workers also disagree or provide patients with conflicting details, so this is a condition that needs to be discussing (Fischer, S. A., 2017).
Explain How Your Organization Could Apply the Theory Highlighted in Your selected Article to Improve Organizational Health And/or Create Stronger Work Teams. Be Specific and Provide Examples.
The use of cognitive rehearsals should be put in place to strengthen our program’s organizational health and encourage better teamwork. We hold monthly employee meetings, which all workers must attend. To better deal with occupational invasion and provide direction for future activities, we should give the cognitive rehearsal process in these sessions. While there are different models to deal with non-civil conversations at work, it is hoping that the discussions with our team members will improve the existing wellbeing and reduce the incivilization levels during our monthly meetings.
It is necessary to integrate evidence-based techniques to enhance the level of civilization and collaboration within our program. Based on facts, our program policies would have a solid framework followed by all team members. It is helpful that successful techniques in other environments can be incorporated to develop our program correctly (Fischer, S. A., 2017). New strategies will help increase our program’s civility and strengthen our teamwork through ongoing review and study.
Our team will communicate with each other using the DESC model to develop collaboration and emotional intelligence. Clark (2015) said that the DESC model is an efficient way of addressing individual incivility cases combined with cognitive rehearsals. The DESC questionnaire consists of three elements that ensure that civil circumstances in the workplace are handling correctly. (D) explaining the situation as it happens, (E) voicing your concern, (S) stating possible solutions for managing these circumstances, and (C) saying the implications. This standardized response format will allow this team to interact efficiently and improve our workplaces’ health in uncivil cases.
I was able to assemble a sense of where our strengths existed when I looked over my inventory responses. Our organizational encouragement to share complex or contradictory ideas and viewpoints, our celebration of personal and collective accomplishments, and the promotion of cooperation and collaboration were all areas I considered “somewhat real.”
Recommend At Least Two Strategies Supported in The Literature That Can Be Implemented to Address Any Shortcomings Revealed in Your Work Environment Assessment
One of the tactics is to make sure that proper communication is in place. Both employees can recognize their positions in the workplace and as members of a specific team due to good communication. They would also be active in the decision-making process, allowing them to share their views and ideas without hindrance openly. A good example would be a leader of a healthcare organization emphasizing to his or her team members the importance of improving partnerships through proper conservations. When this occurs, the teams will have a better chance of improving the organization’s success and development. Another approach is recognizing the importance of diversity in the workplace (Clark et al., 2011). Ethnicity, sexual disparities, care facility history, and religion are all examples of the variety. Team members can better organize their activities, recognize any differences, and resolve them amicably by fostering diversity in the workplace. Personnel may also spend time shadowing practitioners from other professions to understand the patient care experience better. Practitioners can learn new skills and unique knowledge from professionals from different disciplines in this manner. As a result, seeing through the eyes of others and establishing faith would be easy, enlightening, and improving personal understanding of their responsibilities.
Recommend At Least Two Strategies That Can Be Implemented to Bolster Successful Practices Revealed in Your Work Environment Assessment
Enhancing competence in the decision-making process will be one of the techniques. It would be simple to cultivate an atmosphere that adopts best practices and promotes good working conditions if nurses were coached early on in decision making and support decisions. Nurses should provide with opportunities to learn the skills they need to increase their effectiveness and efficiency. Professionals should use their abilities to investigate options, run meetings, and make informed decisions that promote nursing practice within the organization (Clark, 2015). Nurse leaders should also teach facilitation skills to improve their ability to start conversations and identify community knowledge without taking control of decision-making. Another approach, which is one of the best practices, is to explain expectations for clinical practice to increase autonomy.
Nurses should be able to communicate and coordinate their work to make sound clinical judgments. Professionals must consider the standards of patient care based on both the art and science of nursing to accurately explain and communicate occupational behaviors (Griffin & Clark, 2014). It will also be necessary to recognize appropriate approaches to situations often on the edge of the nurse’s practice field. Orientation strategies may implement to define organizational behavioral preferences. Furthermore, developing leadership and a cohesive transition plan for the company will be a significant concern. The leaders would instruct various teams on how to complete the tasks in the most efficient manner possible. The organizational platform will also improve the relationships between managers and care providers. Since they know all the employees, these administrators will have services and support.
Summary
To assess the level of health and civility in my current workplace setting, I performed an inventory survey. An analysis of comparative literature has also been undertaking to determine where beneficial improvements can be made. While the findings of my evaluation offered insight into the workplace’s adverse facts, it was helpful to identify ways to change things (Foronda, C., 2020). The first move from this assignment was to raise awareness. Teamwork and communication will help me get that knowledge to the next level. The challenging conditions noted in the results must be addressed appropriately if a safe and civil workplace is creating. I hope that the evidence-based solutions addressed in the literature will enable my team to build a healthier, more civilian working atmosphere for our team and our patients (Foronda, C., 2020).
References
Clark, C. M. (2018). Combining cognitive rehearsal, simulation, and evidence-based scripting to address incivility. Nurse Educator. doi:10.1097/NNE.0000000000000563. https://www.researchgate.net/publication/326428635_Combining_Cognitive_Rehearsal_Simulation_and_Evidence-Based_Scripting_to_Address_Incivility
Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18-23. https://www.myamericannurse.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdf
Clark, C. M., Olender, L., Cardoni, C., & Kenski, D. (2011). Fostering civility in nursing
education and practice: Nurse leader perspectives. JONA: The Journal of Nursing Administration, 41(7/8), 324-330. https://journals.lww.com/jonajournal/Abstract/2011/07000/Fostering_Civility_in_Nursing_Education_and.8.aspx
Fischer, S. A. (2017). Transformational leadership in nursing education: making the case. Nursing science quarterly, 30(2), 124-128. https://journals.sagepub.com/doi/10.1177/0894318417693309
Foronda, C. (2020). A theory of cultural humility. Journal of Transcultural Nursing, 31(1), 7-12. https://journals.sagepub.com/doi/full/10.1177/1043659619875184
Griffin, M., & Clark, C. M. (2014). Revisiting cognitive rehearsal as an intervention against
incivility and lateral violence in nursing: 10 years later. The Journal of Continuing Education in Nursing, 45(12), 535-542. https://www.researchgate.net/publication/268793398_Revisiting_Cognitive_Rehearsal_as_an_Intervention_Against_Incivility_and_Lateral_Violence_in_Nursing_10_Years_Later
Makic, M. B. F. (2018). A culture of civility: Positively impacting practice and patient safety. Journal of Perianesthesia Nursing, 33(2), 220-222. https://sciencedirect.com/science/article/abs/pii/S1089947218300042
Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert clinician to influential leader (2nd ed.). New York, NY: Springer.
A Sample Answer 3 For the Assignment: NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT WU
Title: NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT WU
Healthcare professionals should work in environments that support interprofessional collaboration, protect them from bullying and other uncivil behaviors, and sustain individual development. Due to their critical role in primary care, nurses require guidance, mentorship, and active engagement in decision-making. However, not all workplaces provide nurses with a healthy and safe environment to provide optimal patient care and optimize personal development. Incivility is typical in many institutions, and its magnitude depends on leadership, employee empowerment programs, and behavior management policies, among other factors. A workplace diagnosis helps assess the incivility level and interventions required to promote civility. The purpose of this paper is to describe the workplace environment assessment results, concept/theory, and strategies for creating high-performance interprofessional teams.
Work Environment Assessment
Assessments reveal the health status of an organization. They evaluate many aspects, and the Clark Healthy Workplace Inventory diagnoses potential problems regarding civility in an organization. The organization scored 59 on the inventory and one’s impression. The score demonstrates low performance on critical organizational factors that promote a healthy workplace, including the organizational culture and environment. Multiple factors contribute to such a score, and the chances of interprofessional collaboration and organizational development are usually low.
The facility also lacks appropriate preceptorship plans for new workers. The lack of orientation exposes them to confusion and bullying, among other features of uncivil workplaces. Other contributing factors include the lack of mentorship for current employees’ culture evaluation programs. The situation would have been better if the organization had assessed its culture regularly and responded effectively. The institution also lacks adequate resources to promote career progression, which impedes professional development. Consequently, it is challenging to retain experienced and top nurses. The other factor to blame for the discouraging score is a leadership model that excludes employees in decision-making.
The two surprising outcomes are the organization’s ill state and its unchanged culture. Considering how the organizational environment and workplace relationships profoundly affect patient care, healthcare institutions should avoid uncivil behaviors and invest heavily in positive cultures. Among the dominant organizational perspectives, the institution does not regard employees as valuable participants in decision-making and organizational growth. After checking numerous “totally untrue boxes” scale components, the overall result confirmed the same. This implies ineffective organizational governance. The other major worry was employee appreciation, which was lacking since employees are not regarded as valuable assets. According to Flynn et al. (2021), employee appreciation helps employees feel more secure and satisfied, motivating them to continue their work. Such motivation ensures that employees are more inclined to healthy behaviors and avoid uncivil acts.
The results confirmed the need for transformative change, a view held before conducting the review. A leadership that does not revere employee participation is retrogressive and hampers civility in the workplace. From the findings, current leadership styles are ineffective, and a shift is inevitable for the organization to achieve its vision and goals. A practical way to achieve these goals is to advocate for and practice transformative leadership, whose central tenet is inspiration and working together to achieve the desired vision (Seljemo et al., 2020). The organization, through its leader, must also ensure the satisfaction of both workers and patients.
Generally, the score (59) reveals an unhealthy and uncivil workplace. Incivility hampers nurses’ mental health and reduces overall productivity (Kile et al., 2018). The situation is worse in workplaces where the leadership has not implemented robust policies for preventing incivility and promoting healthy relationships. Unhealthy and uncivil workplaces are also associated with patient safety concerns, implying low patient satisfaction. Due to such outcomes, immediate, practical interventions are necessary. The situation should be addressed before reaching unmanageable levels.
Reviewing the Literature
Nursing literature has explored workplace incivility in-depth and recommended multiple interventions for understanding and addressing the problem. Cognitive rehearsal is among the widely explored concepts. According to Griffin and Clark (2014), cognitive rehearsal is an effective behavioral strategy for addressing incivility and lateral violence in the workplace. It has three interrelated components. The first component is participating in informative instruction regarding incivility and lateral violence. Secondly, those vulnerable to workplace incivility are taught to identify and rehearse specific phrases for addressing incivility. The third component is practicing the phrases to be more familiar with their application in real-life situations.
Cognitive rehearsal empowers nurses to identify and respond effectively to uncivil behaviors. Since their probability is high, organizational management should embrace cognitive rehearsal as a behavioral intervention strategy for current and new nurses. Griffin and Clark (2014) analyzed the effectiveness of cognitive rehearsal for newly licensed nurses. They found that cognitive rehearsal enabled new nurses to stop uncivil behaviors against them completely. Kile et al. (2018) found cognitive rehearsal highly effective in improving nurses’ confidence to defend themselves against incivility. They were also better positioned to recognize workplace incivility and report related behaviors.
Regarding the relationship between the concept (cognitive rehearsal) and the work environment assessment, nurses and other healthcare workers may be trained to overcome workplace incivility through the cognitive rehearsal approach. Currently, it is challenging to achieve the desired vision and purpose without reviewing and changing the organizational culture. A crucial part of the required review is empowering nurses and healthcare workers in recognizing and reacting to distressing behaviors and remarks from leaders or colleagues. Cognitive rehearsal training should be part of the organizational policies for improving its health. The management should also continually measure employee satisfaction and engagement, purposing to empower its workforce and enhance civility.
Cognitive rehearsal can improve the overall organizational health and play a critical role in creating stronger teams. Currently, the organization does not promote a learning culture to help employees advance their careers. Healthcare organizations should consider on-the-job training to strengthen nurses’ interprofessional abilities. Cognitive rehearsal training should be among the central components of on-the-job training. Through cognitive rehearsal, nurses learn what workplace incivility entails and how to promote a civil workplace. They further learn to associate with like-minded colleagues who do not participate in uncivil behaviors. Kile et al. (2018) and Clark (2019) further recommended healthcare facilities invest in education programs that teach cognitive rehearsal to improve their health and staff collaboration. The education team should also provide continuing leadership development programs that include mental tests to assess nurses’ ability to cope with stressful situations.
Evidence-Based Strategies to Create High-Performance Interprofessional Teams
An organization’s progressive growth depends on its strategies to address its shortcomings. Leading causes of incivility, as the workplace assessment revealed, include lack of employee orientation and employee appreciation programs. In response, a robust nurse orientation program is necessary. Such a program introduces new employees to the organizational policies, culture, and workforce. Nurses feel more positive about the organization when they understand its structure and people. Nurse orientation programs are a critical part of the enculturation that helps produce competent nurses ready to provide quality patient care (Church et al., 2020). Besides orientation, employee recognition and reward programs should be part of the interventions for organizational development. The work environment assessment revealed that the leaders rarely appreciate employees and do not consider them in decision-making. Employees’ appreciation is necessary to strengthen the leaders-employees bond. Appreciation also makes employees feel valued and a pivotal part of the organization. Such appreciation encourages them to collaborate and engage positively as crucial members of the healthcare team.
The organization can also implement several strategies to bolster successful practices revealed in the work environment assessment. The focus should be on nurse retention, which the leaders try, but it is not up to the expected levels. Employee recognition through rewards is among the most effective nurse retention programs. Recognition improves the nurses’ mental connection with the facility since it makes them feel more valued (Flynn et al., 2021). The other effective strategy is the leaders to ensure adequate nurse-to-patient staffing ratios. Adequate staffing prevents nurse burnout, a leading cause of nurse turnover in healthcare organizations (Kelly et al., 2021). These strategies can be used independently or interchangeably as situations prompt.
Conclusion
The healthcare staff should always be mentally, physically, and emotionally ready to provide patient care and collaborate with colleagues. A practical way of ensuring they are ready is by preventing workplace incivility. The work environment assessment revealed an unhealthy and uncivil workplace where the leaders rarely engage and appreciate employees. Due to the far-reaching effects of such workplaces on patient care, practical interventions are necessary. Cognitive rehearsal is a highly effective approach for empowering nurses to recognize and respond to workplace incivility.
References
Church, C. D., White, M., & Cosme, S. (2020). Helping students identify a healthy transition-to-practice work environment. Nurse Educator, 45(4), 174-176. doi: 10.1097/NNE.0000000000000751
Clark, C. M. (2019). Fostering a culture of civility and respect in nursing. Journal of Nursing Regulation, 10(1), 44–52. doi:10.1016/s2155-8256(19)30082-1
Flynn, W. J., Valentine, S. R., & Meglich, P. (2021). Healthcare human resource management. Cengage Learning.
Griffin, M., & Clark, C. M. (2014). Revisiting cognitive rehearsal as an intervention against incivility and lateral violence in nursing: 10 years later. The Journal of Continuing Education in Nursing, 45(12), 535-542. doi:10.3928/00220124-20141122-02
Kelly, L. A., Gee, P. M., & Butler, R. J. (2021). Impact of nurse burnout on organizational and position turnover. Nursing outlook, 69(1), 96-102. https://doi.org/10.1016/j.outlook.2020.06.008
Kile, D., Eaton, M., deValpine, M., & Gilbert, R. (2018). The effectiveness of education and cognitive rehearsal in managing nurse‐to‐nurse incivility: A pilot study. Journal of Nursing Management, 27(3), 543–552. doi:10.1111/jonm.12709
Seljemo, C., Viksveen, P., & Ree, E. (2020). The role of transformational leadership, job demands and job resources for patient safety culture in Norwegian nursing homes: A cross-sectional study. BMC Health Services Research, 20(1), 1-8. https://doi.org/10.1186/s12913-020-05671-y
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Name: NURS_6053_Module04_Week09_Assignment_Rubric
| Excellent | Good | Fair | Poor | |||
| Part 1: Work Environment Assessment
*Template, completed in the week 7 discussion, should not be submitted with this assignment · Describe the results of the Work Environment Assessment you completed on your workplace. · Identify two things that surprised you about the results and one idea that you believed prior to conducting the assessment that was confirmed. · Explain what the results of the assessment suggests about the health and civility of your workplace. |
41 (41%) – 45 (45%)
The responses accurately and thoroughly describe the results of the Work Environment Assessment completed on a workplace. The responses thoroughly and clearly identify two surprising things about the results and thoroughly describe at least one idea that was believed prior to conducting the assessment that was confirmed. The responses accurately and thoroughly explain in detail what the results of the assessment suggests about the health and civility of a workplace. |
36 (36%) – 40 (40%)
The responses accurately describe the results of the Work Environment Assessment completed on a workplace. The responses accurately identify two surprising things about the results and describe at least one idea that was believed prior to conducting the assessment that was confirmed. The responses accurately explain what the results of the assessment suggests about the health and civility of a workplace. |
32 (32%) – 35 (35%)
The responses describe the results of the Work Environment Assessment completed on a workplace that is vague or inaccurate. The responses identify two surprising things about the results and describe at least one idea that was believed prior to conducting the assessment that was confirmed that is vague or inaccurate. The responses explain what the results of the assessment suggests about the health and civility of a workplace that is vague or inaccurate. |
0 (0%) – 31 (31%)
The responses describe the results of the Work Environment Assessment completed on a workplace that is vague and inaccurate, or is missing. The responses identify two surprising things about the results and describe at least one idea that was believed prior to conducting the assessment that was confirmed that is vague and inaccurate, or is missing. The responses explain what the results of the assessment suggest about the health and civility of a workplace that is vague and inaccurate, or is missing. |
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| Part 2: Reviewing the Literature
· Briefly describe the theory or concept presented in the article you selected. · Explain how the theory or concept presented in the article relates to the results of your Work Environment Assessment. · Explain how your organization could apply the theory highlighted in your selected article to improve organizational health and/or stronger work teams. Be specific and provide examples. |
14 (14%) – 15 (15%)
The responses accurately and thoroughly describe the theory or concept presented in the article selected. The responses accurately and completely explain how the theory or concept presented in the article relates to the results of the Work Environment Assessment. The responses accurately and thoroughly explain how an organization could apply the theory highlighted in the selected article to improve organizational health and/or stronger work teams. Specific and detailed examples are provided which fully support the responses. |
12 (12%) – 13 (13%)
The responses accurately describe the theory or concept presented in the article selected. The responses accurately explain how the theory or concept presented in the article relates to the results of the Work Environment Assessment. The responses accurately explain how an organization could apply the theory highlighted in the selected article to improve organizational health and/or stronger work teams. Specific examples are provided which may support the responses. |
11 (11%) – 11 (11%)
The responses describe the theory or concept presented in the article selected that is vague or inaccurate. The responses explain how the theory or concept presented in the article relates to the results of the Work Environment Assessment that is vague or inaccurate. The responses explain how an organization could apply the theory highlighted in the selected article to improve organizational health and/or create stronger work teams that is vague or inaccurate. Vague or inaccurate examples are provided which may support the responses. |
0 (0%) – 10 (10%)
The responses describe the theory or concept presented in the article selected that is vague and inaccurate, or is missing. The responses explain how the theory or concept presented in the article relates to the results of the Work Environment Assessment that is vague and inaccurate, or is missing. The responses explain how an organization could apply the theory highlighted in the selected article to improve organizational health and/or create stronger work teams that is vague and inaccurate, or is missing. Specific examples are not provided to support the responses. |
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| Part 3: Evidence-Based Strategies to Create High-Performance Interprofessional Teams
· Recommend at least two strategies, supported in the literature, that can be implemented to address any shortcomings revealed in your Work Environment Assessment. · Recommend at least two strategies that can be implemented to bolster successful practices revealed in your Work Environment Assessment. |
18 (18%) – 20 (20%)
Using the literature, the responses clearly and thoroughly recommend at least two strategies that can be implemented to address any shortcomings revealed in the Work Environment Assessment. The responses clearly and thoroughly recommend at least two strategies that can be implemented to bolster successful practices revealed in the Work Environment Assessment. |
16 (16%) – 17 (17%)
Using the literature, the responses accurately recommend at least two strategies that can be implemented to address any shortcomings revealed in the Work Environment Assessment. The responses accurately recommend at least two strategies that can be implemented to bolster successful practices revealed in the Work Environment Assessment. |
14 (14%) – 15 (15%)
Using the literature, the responses recommend at least two strategies that can be implemented to address any shortcomings revealed in the Work Environment Assessment that is vague or inaccurate, or only recommends one strategy. The responses recommend at least two strategies that can be implemented to bolster successful practices revealed in the Work Environment Assessment that is vague or inaccurate, or only recommends one strategy. |
0 (0%) – 13 (13%)
Using the literature, the responses recommend at least two strategies that can be implemented to address any shortcomings revealed in the Work Environment Assessment that is vague and inaccurate, only recommends one strategy, or is missing. The responses recommend at least two strategies that can be implemented to bolster successful practices revealed in the Work Environment Assessment that is vague and inaccurate, only recommends one strategy, or is missing. |
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| Resource Synthesis | 5 (5%) – 5 (5%)
Using proper in-text citations, the response fully integrates at least 2 outside resources and 2 or 3 course-specific resources. |
4 (4%) – 4 (4%)
Using proper in-text citations, the response fully integrates at least 2 outside resources and 1 course-specific resource. |
3 (3%) – 3 (3%)
Using proper in-text citations, the response minimally integrates outside and course-specific resources. |
0 (0%) – 2 (2%)
The response does not integrate outside and course-specific resources or no in-text citations are used. |
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| Written Expression and Formatting—Paragraph Development and Organization:
Paragraphs make clear points that support well-developed ideas, flow logically, and demonstrate continuity of ideas. Sentences are carefully focused—neither long and rambling nor short and lacking substance. A clear and comprehensive purpose statement and introduction is provided, which delineates all required criteria. |
5 (5%) – 5 (5%)
Paragraphs and sentences follow writing standards for flow, continuity, and clarity. A clear and comprehensive purpose statement, introduction, and conclusion are provided, which delineates all required criteria. |
4 (4%) – 4 (4%)
Paragraphs and sentences follow writing standards for flow, continuity, and clarity 80% of the time. Purpose, introduction, and conclusion of the assignment are stated but are brief and not descriptive. |
3 (3%) – 3 (3%)
Paragraphs and sentences follow writing standards for flow, continuity, and clarity 60–79% of the time. Purpose, introduction, and conclusion of the assignment is vague or off topic. |
0 (0%) – 2 (2%)
Paragraphs and sentences follow writing standards for flow, continuity, and clarity less than 60% of the time. No purpose statement, introduction, or conclusion is provided. |
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| Written Expression and Formatting—English Writing Standards:
Correct grammar, mechanics, and proper punctuation. |
5 (5%) – 5 (5%)
Uses correct grammar, spelling, and punctuation with no errors. |
4 (4%) – 4 (4%)
Contains a few (one or two) grammar, spelling, and punctuation errors. |
3 (3%) – 3 (3%)
Contains several (three or four) grammar, spelling, and punctuation errors. |
0 (0%) – 2 (2%)
Contains many (five or more) grammar, spelling, and punctuation errors that interfere with the reader’s understanding. |
||
| Written Expression and Formatting:
The paper follows correct APA format for title page, headings, font, spacing, margins, indentations, page numbers, running head, parenthetical/in-text citations, and reference list. |
5 (5%) – 5 (5%)
Uses correct APA format with no errors. |
4 (4%) – 4 (4%)
Contains a few (one or two) APA format errors. |
3 (3%) – 3 (3%)
Contains several (three or four) APA format errors. |
0 (0%) – 2 (2%)
Contains many (five or more) APA format errors. |
||
| Total Points: 100 | ||||||
Name: NURS_6053_Module04_Week09_Assignment_Rubric
NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT WU Grading Rubric
| Performance Category | 100% or highest level of performance
100% 16 points |
Very good or high level of performance
88% 14 points |
Acceptable level of performance
81% 13 points |
Inadequate demonstration of expectations
68% 11 points |
Deficient level of performance
56% 9 points
|
Failing level
of performance 55% or less 0 points |
| Total Points Possible= 50 | 16 Points | 14 Points | 13 Points | 11 Points | 9 Points | 0 Points |
| Scholarliness
Demonstrates achievement of scholarly inquiry for professional and academic topics. |
Presentation of information was exceptional and included all of the following elements:
|
Presentation of information was good, but was superficial in places and included all of the following elements:
|
Presentation of information was minimally demonstrated in all of the following elements:
|
Presentation of information is unsatisfactory in one of the following elements:
|
Presentation of information is unsatisfactory in two of the following elements:
|
Presentation of information is unsatisfactory in three or more of the following elements
|
| 16 Points | 14 Points | 13 Points | 11 Points | 9 Points | 0 Points | |
| Application of Course Knowledge
Demonstrate the ability to analyze and apply principles, knowledge and information learned in the outside readings and relate them to real-life professional situations |
Presentation of information was exceptional and included all of the following elements:
|
Presentation of information was good, but was superficial in places and included all of the following elements:
|
Presentation of information was minimally demonstrated in the all of the following elements:
|
Presentation of information is unsatisfactory in one of the following elements:
|
Presentation of information is unsatisfactory in two of the following elements:
|
Presentation of information is unsatisfactory in three of the following elements
|
| 10 Points | 9 Points | 6 Points | 0 Points | |||
| Interactive Dialogue
Initial post should be a minimum of 300 words (references do not count toward word count) The peer and instructor responses must be a minimum of 150 words each (references do not count toward word count) Responses are substantive and relate to the topic. |
Demonstrated all of the following:
|
Demonstrated 3 of the following:
|
Demonstrated 2 of the following:
|
Demonstrated 1 or less of the following:
|
||
| 8 Points | 7 Points | 6 Points | 5 Points | 4 Points | 0 Points | |
| Grammar, Syntax, APA
Points deducted for improper grammar, syntax and APA style of writing. The source of information is the APA Manual 6th Edition Error is defined to be a unique APA error. Same type of error is only counted as one error. |
The following was present:
AND
AND
|
The following was present:
AND/OR
AND/OR
|
The following was present:
AND/OR
AND/OR
|
The following was present:
AND/OR
AND/OR
|
The following was present:
AND/OR
AND/OR
AND/OR
|
The following was present:
AND/OR
AND/OR
|
| 0 Points Deducted | 5 Points Lost | |||||
| Participation
Requirements |
Demonstrated the following:
|
Failed to demonstrate the following:
|
||||
| 0 Points Lost | 5 Points Lost | |||||
| Due Date Requirements | Demonstrated all of the following:
A minimum of one peer and one instructor responses are to be posted within the course no later than Sunday, 11:59 pm MT. |
Demonstrates one or less of the following.
A minimum of one peer and one instructor responses are to be posted within the course no later than Sunday, 11:59 pm MT. |